malmshteen
New Member
My worksite is up for sale, and will close permanently in 6 months if not sold.
The current CBA expires at the end of January, 2012. It has two related side notes. One pertains to layoffs, requiring the company give 90 days notice prior. The second pertains to total plant closure, and requires 6 months notice to represented employees prior to closure.
The company gave both notices in the same letter to the union (90 day layoff and 6 month closure). Effects bargaining begins next week.
Legally, are we entitled under the contract to 6 months salary, or only 90 days? The company has made statements that all employees would still be onsite and continue to receive salary, "at least through the end of the year." This sounds as though they believe the 90 day clause is correct.
I realize the effects bargaining could change things, but in general as things stand now, what is our position?
The current CBA expires at the end of January, 2012. It has two related side notes. One pertains to layoffs, requiring the company give 90 days notice prior. The second pertains to total plant closure, and requires 6 months notice to represented employees prior to closure.
The company gave both notices in the same letter to the union (90 day layoff and 6 month closure). Effects bargaining begins next week.
Legally, are we entitled under the contract to 6 months salary, or only 90 days? The company has made statements that all employees would still be onsite and continue to receive salary, "at least through the end of the year." This sounds as though they believe the 90 day clause is correct.
I realize the effects bargaining could change things, but in general as things stand now, what is our position?
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